Talent 2.0, Career Management 2.0 & Outplacement 2.0 represent a contemporary approach to career development & career transition management.
It is about building resilient careers in a Web 2.0 world.
Charles drijft één van de hoogste prioriteiten van LinkedIn, namelijk: Higher Education and Students / Graduates. Dit is de snelst groeiende demografie wereldwijd op LinkedIn. Studenten realiseren dat LinkedIn dé plek is om hun 'personal brand’ te creëeren en te laten groeien en zo in contact te komen met werkgevers. Hij legt de belangrijkheid van deze doelgroep uit en hoe je studenten het beste kan benaderen.
Charles drijft één van de hoogste prioriteiten van LinkedIn, namelijk: Higher Education and Students / Graduates. Dit is de snelst groeiende demografie wereldwijd op LinkedIn. Studenten realiseren dat LinkedIn dé plek is om hun 'personal brand’ te creëeren en te laten groeien en zo in contact te komen met werkgevers. Hij legt de belangrijkheid van deze doelgroep uit en hoe je studenten het beste kan benaderen.
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
Thanks everyone who participated in this webcast from The Association of International Product Marketing and Management (AIPMM).
Product Management can be a great career for moving up the ladder in the corporate world. Whether you want to become a Product Line Manager, Director, Vice President of Product Management or you have higher ambitions and want to become a General Manager or CEO, it can be an excellent way to get there fast. But in order to advance you need a strategy.
If you aren't progressing as fast as you would like in Product Management, ask yourself these questions:
- Would you like to learn how to differentiate yourself to move up faster through training, certifications and other methods?
- Do you ever wonder why some product managers seem to get promoted and advance much faster than others?
- Are you interested in learning strategies and tactics you can use to speed up the advancement of your own career?
In this session, Brian Lawley will share the different ways he has seen product managers successfully accelerate their careers during his twenty-five year career in product management.
About the Speaker
Brian Lawley is the CEO and Founder of the 280 Group, the world's leading Product Management Consulting and training firm. He is the author five best-selling Product Management books, The Phenomenal Product Manager, Expert Product Management, 42 Rules of Product Management, 42 Rules of Product Marketing and Optimal Product Process and is the former President of the Silicon Valley Product Management Association. He was awarded the Association of International Product Marketing Management award for Thought Leadership in Product Management, and has been featured on World Business Review, the Silicon Valley Business Report. Brian's career spans over 25 years in Product Management, including having defined and launched over 50 products.
About AIPMM
The AIPMM is the hub of all things product management. It is where product professionals go for answers. With members in over 65 countries, it is the worldwide certifying body of product team professionals.
It is the world's largest professional organization of product managers, brand managers, product marketing managers and other product team professionals who are responsible for guiding their organizations, or clients, through a constantly changing business landscape.
AIPMM's certification programs are internationally recognized because they allow product professionals to demonstrate their expertise and provide corporate members an assurance that their product management and marketing teams are operating at a high competency level.
Visit www.aipmm.com.
Upcoming Webinars: http://aipmm.com/aipmm_webinars/
Subscribe: http://www.aipmm.com/subscribe
LinkedIn: http://www.linkedin.com/company/aipmm
Membership: http://www.aipmm.com/join.php
Certification: http://aipmm.com/html/certification
Articles: http://www.aipmm.com/html/newsletter/article.ph
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by ...Alexander Crépin
Corporate recruiters, overview of the roles and responsibilities in the fast changing world with social media. It is about People and understanding why & how your target talents use social media. If this is clear engagement has a change, establishing a life time talent relationship.
Are you disrupting the Hiring space? Can you fill-in the space between Job Portals & Linkedin. Don't tell me anything on Facebook, which is ignored by you.
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
Thanks everyone who participated in this webcast from The Association of International Product Marketing and Management (AIPMM).
Product Management can be a great career for moving up the ladder in the corporate world. Whether you want to become a Product Line Manager, Director, Vice President of Product Management or you have higher ambitions and want to become a General Manager or CEO, it can be an excellent way to get there fast. But in order to advance you need a strategy.
If you aren't progressing as fast as you would like in Product Management, ask yourself these questions:
- Would you like to learn how to differentiate yourself to move up faster through training, certifications and other methods?
- Do you ever wonder why some product managers seem to get promoted and advance much faster than others?
- Are you interested in learning strategies and tactics you can use to speed up the advancement of your own career?
In this session, Brian Lawley will share the different ways he has seen product managers successfully accelerate their careers during his twenty-five year career in product management.
About the Speaker
Brian Lawley is the CEO and Founder of the 280 Group, the world's leading Product Management Consulting and training firm. He is the author five best-selling Product Management books, The Phenomenal Product Manager, Expert Product Management, 42 Rules of Product Management, 42 Rules of Product Marketing and Optimal Product Process and is the former President of the Silicon Valley Product Management Association. He was awarded the Association of International Product Marketing Management award for Thought Leadership in Product Management, and has been featured on World Business Review, the Silicon Valley Business Report. Brian's career spans over 25 years in Product Management, including having defined and launched over 50 products.
About AIPMM
The AIPMM is the hub of all things product management. It is where product professionals go for answers. With members in over 65 countries, it is the worldwide certifying body of product team professionals.
It is the world's largest professional organization of product managers, brand managers, product marketing managers and other product team professionals who are responsible for guiding their organizations, or clients, through a constantly changing business landscape.
AIPMM's certification programs are internationally recognized because they allow product professionals to demonstrate their expertise and provide corporate members an assurance that their product management and marketing teams are operating at a high competency level.
Visit www.aipmm.com.
Upcoming Webinars: http://aipmm.com/aipmm_webinars/
Subscribe: http://www.aipmm.com/subscribe
LinkedIn: http://www.linkedin.com/company/aipmm
Membership: http://www.aipmm.com/join.php
Certification: http://aipmm.com/html/certification
Articles: http://www.aipmm.com/html/newsletter/article.ph
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by ...Alexander Crépin
Corporate recruiters, overview of the roles and responsibilities in the fast changing world with social media. It is about People and understanding why & how your target talents use social media. If this is clear engagement has a change, establishing a life time talent relationship.
Are you disrupting the Hiring space? Can you fill-in the space between Job Portals & Linkedin. Don't tell me anything on Facebook, which is ignored by you.
On July 17 2015, LinkedIn & CivicAction will partner to host the first YouthConnect event, a FREE capacity-building conference. The event will provide hands-on training from LinkedIn on how to teach youth to get on LinkedIn and strengthen their professional brand; build and leverage their network; understand how the job market works; find entry-level jobs. This event is geared at helping to level the playing field so all youth, including youth facing barriers, can profile their talents online and find meaningful employment.
The conference is all about increasing the capacity in the Greater Toronto Area for both community agencies and employers to use LinkedIn and other resources to reduce youth unemployment.
The conference will have three audiences:
1. Employers who want to gain practical tips and recommended resources for finding, hiring, and supporting youth who face multiple barriers to employment
2. Youth workers who directly support young people in finding employment
3. Young people who want to learn more about using LinkedIn to progress their career and are interested in championing this amongst their peers
Hopefully you can leverage this presentation to help bring youth online for opportunities, as LinkedIn continues to work to realize the Economic Graph, starting with our youth.
Developing and Optimising Your Professional IdentityCharles Hardy
An overview of LinkedIn, how to build an effective Professional Identity, Networking, and leverage the insights and content on LinkedIn. Custom for Higher Education sector.
Presentation at the Social Media in Higher Education Conference (December 2015)
#SocMedHE15
Developing a professional online presence as a graduateSue Beckingham
Guest lecture for Law and Criminology students on developing a professional online presence. A spotlight on the use of LinkedIn as a professional networking tool looks at ten top tips to develop an effective profile.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Yvette Adams Director of The Creative Collective provides insightful presentation slides on LinkedIn as presented at The Creative Collective's Become a Social Media Super Hero workshop. This presentation will help you learn more about social media and how it can impact your business.
Recruitment in the next decades, Talent Relationship Management (2015 update)Alexander Crépin
Recruitment needs to shift focus from re-active filling vacancies to enabling companies to deal with the dynamics of todays business by on demand talent supply.
Talent Relationship Management provides the fundament for this "on demand talent supply".
The New Linkedin: Find a New job, New Opportunities or a Good candidateClarice Lin
I talked to over 16 regular daily Linkedin users spanning across multiple industries. Learn what's great about the "new" Linkedin and what have they gained from active participation in this growing vibrant community. Pick up tips on what works well on Linkedin and how you can leverage on your personal brand to either find a new job or a good candidate, look for new opportunities or connect with like-minded individuals.
LinkedIn For Good provides training content for newcomers and refugees on how to best leverage LinkedIn's platform to find employment, grow a network, and find a mentor.
I am currently studying digital marketing at Full Sail University. This presentation will be included on my blog and portfolio websites. This demonstrates my goals and priorities for future plans and will be updated as needed.
The 7 Day Job Search, Day 2 - Perfect Your PitchMichael Peggs
Why wait six months to find a job? I can jumpstart your job search in one week. Learn how to find a job in 7 days!
On Day 2 we show you how to pitch yourself anytime, anywhere in 30 seconds or less.
Get full access to the free 7 Day Job Search course at http://www.michaelpeggs.com/7dayjobsearch/
Similar to Workshop Talent 2.0, Career Management 2.0 & Outplacement 2.0 Explored & Explained (updated in 2013) (20)
Aanpakken van de COVID-19 pandemie leidt over de hele wereld tot dilemma's. In dit boek krijgt de lezer inzicht in die dilemma's en hoe deze succesvol aan te pakken. Tegelijkertijd wordt er in vogelvlucht een beeld geschetst van de aanpak in de diverse landen in de wereld.
Het vermogen om effectief met dilemma’s om te gaan krijgt steeds meer belangstelling. HR heeft volgens de schrijver van het voorwoord Dave Ulrich ook een belangrijke rol als Paradox Navigator. Zo biedt dit boek niet alleen beleidsmakers een leidraad bij het aanpakken van de crisis, maar is het boek ook een mooi naslagwerk voor HR professionals voor het verkrijgen van meer inzicht in de aanpak van dilemma’s en dit bijvoorbeeld te benutten bij de opzet en invulling van veranderings- van change managementtrajecten.
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb. Part 1 & Part 2
This is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-1-of-2
rthe
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb.
I apologize for the inconvenience.
Here is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-2-of-2
Alexander Crepin HR Bridging Today and Tomorrow SuccessfullyAlexander Crépin
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To do so successfully requires a skilled committed workforce and an agile organisation.
A strong skilled HR team with a clear mission & vision can make this ongoing journey a success.
Alexander Crepin can help you to design the journey and make the transition happen. Bridging Today & Tomorrow .....
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
In the War for Talent, the STEM-I talent are changing the game. Recruitment in a Candidate Driven, very competive market requires marketing to get attention and gain interest of Target Talent. Also to support Talent Sourcing and informing prospect candidates..
This workshop is to train recruiters, recruiting professionals and managers about what it Job Branding takes to be more successful in the War for Talent.
This training provides a lot of information and the workshop will require an equal investment in time to really get an understanding about Job Branding.
Sourcing talent key recruiting differentiator part 1 BAlexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the STEP model, part of the SAAA data driven recruitment model.
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipAlexander Crépin
Craftsmanship of the sourcing team members is playing an important role in successfully attracting talent in the War-for-Talent. This workshop is provides insight in the role of the sourcing specialist. It is about getting a pretty good idea what the today's Sourcer job is about.
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Alexander Crépin
Sourcing today is Data Driven.
Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing successfully and become a winner in the War-for-Talent.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Talent Relationship Management part of the SAAA Recruitment modelAlexander Crépin
Talent Relationships replacing Life-time-emloyment.
A more strategic view on the importance & logic of being connected to Target Talent Groups to strengthen organisation's agility.
Developing a longer term relation with Target Talent by building a Talent Community, ensuring an "on-demand" Talent Pipeline.
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
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𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢ Korean Vietnam Partnership - Fair with LG
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
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(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Workshop Talent 2.0, Career Management 2.0 & Outplacement 2.0 Explored & Explained (updated in 2013)
1. Contemporary Philosophy Talent 2.0 a one-day workshop summary Professional & Personal Perspective & Alexander Crépin www.outplacement20.nl Career Management 2.0 web savvy - personal branding - employability - career support - relationship management
2. Life & Career Change & Resilience = Alexander Crépin www.outplacement.nl
13. the Web 2.0 world Everybody can publish ! Alexander Crépin www.outplacement20.nl
14. Web 2.0 you get answers yourself Alexander Crépin www.outplacement20.nl
15. New ways of working emerge Alexander Crépin www.outplacement20.nl
16. 2.0 working Connected Collaboration Anywhere Anytime Alexander Crépin www.outplacement20.nl
17. 2.0 global multi cultural workforce Alexander Crépin www.outplacement20.nl
18. 2.0 Working spaces offices becoming meeting places Alexander Crépin www.outplacement20.nl
19. Generations working together Traditionalists (born before 1945) Boomers (born 1946-64) Generation X (1965-77) Millenials, Gen Y (1978 -2000) 2.0 Multi-Generational Workforce Alexander Crépin www.outplacement20.nl
21. Time for a break Alexander Crépin www.outplacement20.nl
22. generation Career Development In a web 2.0 world Career Management 2.0 2 nd Alexander Crépin www.outplacement20.nl
23. - Contemporary philosophy - Dynamic career mindset - New ways of working Career Management 2.0 … .. above all: Alexander Crépin www.outplacement20.nl
24. Talent 2.0 Career Management 2.0 Alexander Crépin www.outplacement20.nl
25. Talent 2.0 Takes career responsibility Manages own ProPer career Career Management 2.0 Alexander Crépin www.outplacement20.nl
26. ProPer Pro fessional & Per sonal Taking control of your future! Alexander Crépin www.outplacement20.nl
27. Traditional Career Development Birth School Profession Professional edu Working & Training Pension lineair, destination based development model “ What would you like to be?” Phil Jarvis Life time employment Job 1 Job 2 Job 3 Job 4 Assessment & choice Alexander Crépin www.outplacement20.nl
28.
29. making & adjusting a personal career map showing Career paths, Career ambition & goals, Career hubs, Career places to see, to explore & to be Career 2.0 a journey Alexander Crépin www.outplacement20.nl
30. starting point of every journey to success = Self awareness knowing yourself in depth Career Management 2.0 Alexander Crépin www.outplacement20.nl
32. Talent 2.0 a journey of discovery Alexander Crépin www.outplacement20.nl
33. Talent 2.0 exploring deeper area’s of being Do Think Will Be Alexander Crépin www.outplacement20.nl
34. Talent 2.0 Personal Reflection Alexander Crépin www.outplacement20.nl
35. Talent 2.0 R eflection with trusted friends Alexander Crépin www.outplacement20.nl
36. Talent 2.0 assessment tools Alexander Crépin www.outplacement20.nl
37.
38. Are you ready to move ahead ? Alexander Crépin www.outplacement20.nl
39. Talent 2.0 looks outside How am I doing in the marketplace? Alexander Crépin www.outplacement20.nl
40. 1. find and being found 2. open mind for the future 3. employability, life long learning 4. career coaching 5. alumnus & employer relations ensuring strong job market position Career Management 2.0 Alexander Crépin www.outplacement20.nl
41. Time for a short break Alexander Crépin www.outplacement20.nl
42. 1. find and being found 2. open mind for the future 3. employability, life long learning 4. career support 5. alumnus & employer relations a strong job market position Talent 2.0 Alexander Crépin www.outplacement20.nl
49. work, jobs, recruiters, help, etcetc. Find my job Talent 2.0 labor market search Alexander Crépin www.outplacement20.nl
50. 1. find and being found 2. open mind for the future 3. employability, life long learning 4. career support 5. alumnus & employer relations a strong job market position Talent 2.0 Alexander Crépin www.outplacement20.nl
51. Wake up! 2.0, 3.0, 4.0 don’t wait Alexander Crépin www.outplacement20.nl
53. New times will arrive Looking from new perspectives Career management 2.0 = being ready for the future! Alexander Crépin www.outplacement20.nl
54. Goodbye to: Traditional communication media Industrial age Hierarchy, shareholders Fossil energy G-8 Closed economies Thinking in jobs, in employees Learning at school Pension entitlement Male, white , national Stability & security Hello to: Multi media Information & creation age Network, stakeholders Sustainable society G-20 Global markets Talent win-win relations Life long learning At least 45 year on the job market Diversity Dynamism, & opportunity transition period Alexander Crépin www.outplacement20.nl
55. New Era new opportunities Letting go of old paradigms Like life time employment Alexander Crépin www.outplacement20.nl
56. Don’t ask what the new era could offer to you! Ask yourself what you will be going to do, shaping a sustainable future for everyone! The new reality Alexander Crépin www.outplacement20.nl
57. Talents 2.0 take control over their future! Career Management 2.0 Alexander Crépin www.outplacement20.nl
58. Time for a break Alexander Crépin www.outplacement20.nl
59. 1. find and being found 2. open mind for the future 3. employability, life long learning 4. career support 5. alumnus & employer relations a strong job market position Talent 2.0 Alexander Crépin www.outplacement20.nl
60. It doesn’t stop Competition, Innovation Change We experience it any day & any time & everywhere Alexander Crépin www.outplacement20.nl
61. change innovation new world new people new technology new & different work new knowledge & skills The new reality Alexander Crépin www.outplacement20.nl
62. A school grade isn’t enough anymore The new reality Alexander Crépin www.outplacement20.nl
63. In a increasingly complex society , basic knowledge is essential, but not any longer sufficient ……… Alexander Crépin www.outplacement20.nl
64. Employability from 20 - 65 year = investing in Life Long Learning!! Talent 2.0 Alexander Crépin www.outplacement20.nl
65. Internet - social media: gateway to life long learning Alexander Crépin www.outplacement20.nl
66. Why is it that my kid can't take robotics at Carnegie Mellon, linear algebra at MIT, law at Stanford? And why can't we put 130 of those together and make it a degree? Alexander Crépin www.outplacement20.nl
68. “ Connected learner” expertise is spread over networks successful learning = the ability to - create & build networks - select relevant networks - getting access to the right networks - make connections between disciplines, ideas & concepts Talent 2.0 Alexander Crépin www.outplacement20.nl
69. Ensuring to be able to study & learn Creating a personal learning environment For Talent 2.0 “ Working is Learning” Career Management 2.0 Alexander Crépin www.outplacement20.nl
70. 1. find and being found 2. open mind for the future 3. employability, long life learning 4. career support 5. alumnus & employer relations a strong job market position Talent 2.0 Alexander Crépin www.outplacement20.nl
71. Talent 2.0 has a pro fessional & per sonal coach a career sparring partner Talent 2.0 support Alexander Crépin www.outplacement20.nl
72. - reserving time & resources to invest - build a career network of trusted people, coaches, mentors etc. - personal coaching, receive & give - mentoring, receive & give - dialogue, collegial counseling groups - access to professional networks - etc. Talent 2.0 Career Support Alexander Crépin www.outplacement20.nl
73. - personal branding - monitoring job market position - periodical review of career strategy, career map - periodical employability scan, Career audit - ensure adequate job hunting & interviewing skills - periodical performance review & goal setting - review quality & added value of network - periodical mental & physical condition check Career 2.0 regular checks Alexander Crépin www.outplacement20.nl
74. - reflect periodically look in the mirror and ask: Am I happy? Am I still growing / developing? Am I challenged Do I do what I want to do? What do I need to do for a professional & personal balanced life? Career 2.0 ProPer check Alexander Crépin www.outplacement20.nl
75. Career Change Management Career Management Maintenance Outplacement 2.0 = Career 2.0 changes & Alexander Crépin www.outplacement20.nl
76. Outplacement 1.0 Employer : In a correct manner saying goodbye to redundant employees Help these employees through the redundancy transition, enable reorientation to the job market and ensure a more future proof employability perspective. starting an new phase in the talent relation with 2.0 Alexander Crépin www.outplacement20.nl
77. Outplacement 1.0 Employees : Accepting support in the process of getting redundant and finding alternative employment and start ensuring a future proof job market position Employee Outplacement Manual 2.0 Alexander Crépin www.outplacement20.nl
78. Investing Welcome alumnus Career Change Personal coach Talent 2.0 Outplacement 2.0 Disinvesting Goodbye, End Jobhunting Outpl. advisor Candidate 2.0 1.0 Alexander Crépin www.outplacement20.nl
79.
80.
81. Time for a short break Alexander Crépin www.outplacement20.nl
82. 1. find and being found 2. open mind for the future 3. employability, long life learning 4. personal career management 5. alumnus & employer relations a strong job market position Talent 2.0 Alexander Crépin www.outplacement20.nl
83. Web 2.0: connected & collaborating Talent, everywhere, anytime, anyhow! Alexander Crépin www.outplacement20.nl
84. will be replaced by Life Time Talent Relationships Company recruitment Life Time Employment is over Alexander Crépin www.outplacement20.nl
85. Talent 2.0 builds a (global) network of preferred employers to ensure employment opportunities Alexander Crépin www.outplacement20.nl
86.
87. Think big Start small Be practical Talent 2.0 & Outplacement 2.0 Alexander Crépin www.outplacement20.nl
89. OK or not? Talent 2.0 Career Management 2.0 Alexander Crépin www.outplacement20.nl
90. Looking for a challenging trustworthy Talent 2.0 Sparring Partner ? Alexander Crépin www.outplacement20.nl
91. Interested to start with: Talent 2.0 ? Career management 2.0 ? Outplacement 2.0 ? For information call / mail Alexander Crépin + 31 653 641 905 info outplacement20 * Website in Dutch, we offer programs in Dutch & English as well @ .nl
92. See also my HRD workshop Alexander Crépin www.outplacement20.nl
93. See also my coaching workshop Alexander Crépin www.outplacement20.nl
94. See also my TRM workshop Alexander Crépin www.outplacement20.nl
95. Thank You Thank you Talent 2.0 Originally this presentation was written in Dutch
Change is the catalyst for all personal and professional growth, but for most of us it can produce some form of hesitation, maybe even fear. How to deal with uncertain realities?
Eenrichtingsverkeer = monoloog
It is extremely popular.
from managerial control to professional responsibility for result
Succes in organisaties is en blijft afhankelijk van groepsdynamische processen & communicatie
Loopbaan is een ontwikkelingsreis geen eindbestemming
A coach is there to encourage, challenge and empower you to move beyond your own expectations and enable you to produce and accomplish more than you imagined possible! Coaching enables you to discover and maximize your personal and professional potential.
The iceberg is a metaphoor a coach can’t look in the inner of the client Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it.
Change is the catalyst for all personal and professional growth, but for most of us it can produce some form of hesitation, maybe even fear. How to deal with uncertain realities?
It's a fact that most occupations today require some type of education or training beyond high school. Projections for 2014 are that 85% of the jobs will require a postsecondary education. In fact 65% of all new jobs will require education and training of 2 years or less. And, workers in the 21st century will need to continue to learn new skills as technology changes. It is important to be a life-long learner! Then you can meet the challenges of an ever changing world!
It's a fact that most occupations today require some type of education or training beyond high school. Projections for 2014 are that 85% of the jobs will require a postsecondary education. In fact 65% of all new jobs will require education and training of 2 years or less. And, workers in the 21st century will need to continue to learn new skills as technology changes. It is important to be a life-long learner! Then you can meet the challenges of an ever changing world!
So, in conclusion, I just want to let you know…it’s okay to play! If your experience is anything like ours, by experimenting with and employing participatory technologies, you’ll learn something, and you just might find a way to improve your productivity.
What lessons did we learn and what challenges do we face moving forward? Think Big, Start Small, Move Fast The Power of a Brand and Key Messages – association with Web 2.0 Deliver incrementally and capture user feedback
Transcript : And with that, I thank you for your time. Enjoy the rest of the show. Transcript : And with that, I thank you for your time. Enjoy the rest of the show. Author’s Original Notes: